A Multi-level Study Of The Impact Of Internal Preferences And Organizational Support Climate On The Innovation Performance Of New Generation Employees

In the new normal market economy environment,how to maintain competitiveness in the market and leading edge is an important issue,the key of continuous innovation in which is self-evident.Innovation in the current environment is not just innovation in the field of science and technology,but more of the micro innovation that needs all the members of the organization to work together to achieve.Based on the innovative behavior of the results and contributions of the objective embodiment of how to enhance the organization’s innovative performance to maintain the long-term development of the organization is the focus of academic and management practice.As the new force of China’s labor market at this stage,new generation employees has basically completed the higher education,and gradually went to work to become the main force in the workplace.Due to the particularity of the growth background,the behavioral tendencies of the new generation employees usually have distinctive personality characteristics.On the new generation employees work behavior and values evaluation,all circles have not formed a unified opinion,mixed.But because the new generation employees has a strong personality characteristics and creative features,in the actual work of enterprises how to give full play to its advantages and reasonable guidance,effectively enhance their enthusiasm for innovation and improve innovative performance t of new generation of staff new generation employees is an important guarantee.Under the background of the current,the perceived focus of supportive organizational climate has changed from the emphasis on the protection and perceived adjustment of the external incentive to the satisfaction of the internal demand.At the same time,most of the existing research will perceive organizational support as Single-dimensional variables to explore,so this study will be through the previous theory of organizational support theory,combined with a large number of interviews and empirical analysis of the existing perceived organizational support scale to amend the requirements of the new generation of staff to match the work support,The benefit support,the trust support and the growth support of the four-dimensional perception organization support conceptual model.Perceived organizations support as an important variable in the context of organizational environment and individual perception,and it is necessary to explore the impact of organizational support on the innovation performance of Cenozoic employees from the perspective of organizational support.At present,the research of organizational support mainly focuses on the subjective attitude and willingness of employees,as well as objective behavior and performance,but lacks a higher level of research on organizational support.Therefore,this study will examine the mechanism of the inherent preference for working values on the innovation performance of the new generation of employees,and explore the regulatory role of the organization’s support atmosphere in it,and compare and analyze the role of organizational support in the individual level.In this study,a number of enterprises in the field of research and interviews,through the 26 working team of 367 new generation of staff to investigate the use of SPSS,AMOS,HLM and other statistical analysis software to build hierarchical regression model and hierarchical linear model,the conclusion is as follows:(1)Intrinsic preference has a significant positive influence on innovation performance of new generation employees.(2)Work supportive atmosphere,as well as beneficial supportive atmosphere and trustful supportive atmosphere,has a significant positive influence on innovation performance of new generation employees.(3)The positive influence,intrinsic preference for innovation performance of new generation employees,notably enhanced by work supportive atmosphereand growth supportive atmosphere.However,the beneficial supportive atmosphere and trustful supportive atmosphere do not play a role.(4)By comparing perception of organizational support on an individual level with supportive organizational climate onorganizational level,we found that they have slightly different influence on innovation performance of new generation employees.All the perception of work support,benefit support,trust support and growth support have a positive influence on innovation performance.Nevertheless,beneficial supportive atmosphere does not have an influence on the four corresponding supportive atmospheres.(5)By comparing and analyzing the function route of innovation performance of new generation employees’ intrinsic preference with organizational support on an individual level and supportive organizational climate on organizational level,we could know that perception of work support and perception of benefit support notably enhance the positive influence on intrinsic preference for innovation performance of new generation employees,while on the organizational level,it have an impact on work supportive atmosphere and growth supportive atmosphere.